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How can we keep quality instructional coaches in our divisions? What drives them away?

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Especially with staff shortages (including coaches!) within school divisions, how do we use sound hiring processes and evaluation tools to find the right hire and fill positions?

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Instructional coaches are a huge asset for divisions. However, it will be important for divisions to use their data to evaluate if internal coaches are what they division needs or if there are others needs that will make a bigger impact at this time. With limited resources and staff, using the right data (and taking time!) to evaluate their needs and making decisions that meet their unique needs is essential.

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A variety of resources are discussed in Chapter 3. Do these coaching tools align with your current practices? What components are new to you and/or would like to implement? 

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A variety of resources are discussed in Chapter 3. Do these coaching tools align with your current practices? What components are new to you and/or would like to implement? 

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(i.e. Coaching program evaluation process checklist, Seven Factors of Effective Coaching, Kirkpatrick's' 4 Factors of Professional Learning, Communication Triange, etc.)

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What is one thing you want to do with this information? (actionable step)

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What is one thing you want to do with this information? (actionable step)

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White paper of findings from this book study? 

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White paper of findings from this book study? 

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What data informs the questions we want to answer?  Getting a baseline-what is out there, is it working, is it not working-research behind it

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What data informs the questions we want to answer?  Getting a baseline-what is out there, is it working, is it not working-research behind it

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Gathering feedback from coaches (preferences, current practices, obstacles, resources)

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Gathering feedback from coaches (preferences, current practices, obstacles, resources)

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Explore what coaching evaluation tools are available, including what is included in the book

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Explore what coaching evaluation tools are available, including what is included in the book

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Please share an example of how you used information from this book/discussion into practice.

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Please share an example of how you used information from this book/discussion into practice.

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The audit has a high alignment to the systems work within MTSS. Alignment, clarification of roles and responsibilities, identification of job descriptions that align with the work. If divisions are working on building an MTSS and also developing instructional coaches (or ensuring they are used more effectivitly), thats alignment would be a beneficial connection.